AbstractMy family has an extensive history in the U.S. Postal Service therefore the appeal of the American Postal Workers Union, AFL-CIO was irresistible. My grandfather, godfather, aunt, brother-in-law and even I have worked for the USPS in one capacity or the other. As a student worker during my college days I found out why unions are important, and a necessity in the USPS. I was a scab (non-union worker) unwanted, unappreciated and over worked not to mention easily expendable. Full-time employees viewed scabs as a threat because we worked for less money and no benefits; not to mention we took the place of another potential unionized worker. The formation of the APWU meant nothing to a normal scab but because of my family ties to the system I understood the struggle the union represented. The union represented a long history on injustice coming to an end the APWU gave postal worker a voice. Like most unions the APWU takes on the responsibility of representing the workers to insure fair wages, working conditions and benefits (Guffey, 2010). The labor laws and unions paper will explore the history of the APWU as well as the litigation issues past and present that revamped the Postal Service and the way both organization conduct business.

Discussion of Organization “The American Postal Workers Union, AFL-CIO can trace its history as far back as 1874, when the Railway Mail Mutual Benefit Association (RMMBA) was formed” (Guffey, 2012). The current form of the APWU was founded on July 1, 1971, the result of a merger of five postal unions. The APWU is the world's largest postal union (Guffey, 2012). Originally, postal unions had no bargaining rights, as government agents they fell prey...

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Bradley Stonefield reached out to Atwood consulting regarding the start of a limousine business. Mr.Stonefield is opening a limousine service and it will be named Landslide Limousines, and focus on providing first-class transportation. Mr.Stonefield’s goal is to have 25 employees within the first year, so that is the number I would like to use for any planning. Employment laws are very much important for all type of business. The employment laws dictate and guide the employers about how they can treat their employees. Both state and federal employment law make sure that the rights of the employees remain protected.
Following are the some national employment laws as well as specific Texas laws that the organization must follow:
The Age Discrimination in Employment Act of 1967
The Civil Right Act of 1964
The Immigration Reform and Control Act of 1986
Occupational Safety and Health Act
The Texas Labor Code Anti-Discrimination Provisions
The Texas Minimum Wage Law
The Age Discrimination in Employment Act of 1967
The 1967Age Discrimination in Employment Act (ADEA) protects the rights of individuals who are 40 year old or above from employment discrimination based on age. This particular act covers employees as well as those that may be applying for employment. According to this act, it is illegal to discriminate an individual because of his or her age with respect to any condition, term, or privilege of employment, including, promotion, hiring, job assignments, training,...

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Mapped for
Human Resource Management
Case Studies Developed by IBSCDC
Gary Dessler
1
Human Resource Management
Business Research Methods
The Themes of this Course are:
1. Role and Relevance of Human Resource Management (HRM) – Evolution of HRM, Human Resource Planning and Management Techniques 2. WorkforceManagement Cycle – Recruitment, Compensation Management, Training and Development and Performance Appraisal 3. Managing Employee Relations – Collective Bargaining, Trade Unions, Industrial Relations and Grievance Handling 4. Contemporary HR Trends – Quality of Work life, Talent Management and Entrepreneurship
CDC
IBS
This Course Seeks to Address the Following Questions:
1. What is HRM and how is it related to the management process? What is the importance of HRM for organisations? Why is people management the most important function of any manager? 2. What is strategy-driven HR system? How is it important? What role does HRM play in the overall success of an organisation? 3. Can career development promote employee engagement? Can training programmes serve as effective tools for bridging the skill and knowledge gap in organisations? 4. What factors should be considered while determining the...

...CC: Bradley Stonefield
DATE: May 18, 2015
SUBJECT: Performance Management
Hello Traci,
I will be putting together some recommendations, based on the current business strategy, to increase performance. I will be examining the six characteristics for performance management framework. Landslide Limousine will be at a -$50.000 in expected revenue for the first year and is planning on 25 new employees. It is imperative to come up with a strategy to maximize performance and minimize turnover rate to ten percent or less. In order to do this, I will need to look at the topics listed to define the companies overall performance management plan:
I. Alignment of the performance management framework to the organizational
business strategy.
Performance reviews play an important role in the overall objective of performance management. Performance reviews serve as a tool to help employees improve their overall standards by helping them realize their full potential, and also provides information to employees and managers for decision-making. Reviews provide reasons employees changed positions whether they needed more training or promotion, or needed to be let go. They provide feedback to employees, provide developmental needs, and help spot organizational problems. Using the management by objective (MBO) process establishes objectives that employees need to accomplish and sets agreeable standards by...

...ECONOMICS
COURSE TITLE: HUMANCAPITAL
TITLE OF ASSIGNMENT: ESSAY ON HUMANCAPITAL
ATLANTIC INTERNATIONAL UNIVERSITY
HONOLULU, HAWAII
TABLE OF CONTENTS
CONTENT PAGE
INTRODUCTION---------------------------------------------------------- 4-5
JUSTIFICATION----------------------------------------------------------- 5
HUMANCAPITAL-------------------------------------------------------- 6-9
MICRO AND MACRO ASPECTS
OF HUMANCAPITAL---------------------------------------------------- 9-17
INVESTMENT BY PARENTS IN THE EDUCATION AND OTHER HUMANCAPITAL OF THEIR CHILDREN--------------------------- 17-21
INTERGENERATIONAL TRANSMISSION
OF INEQUALITY---------------------------------------------------------- 22-26
THE LINKS BETWEEN SPECIALIZATION IN PARTICULAR TYPES OF HUMANCAPITAL AND COORDINATION COSTS, GENERAL KNOWLEDGE, AND THE EXTENT OF THE MARKET----------- 26-29
THE RELATION BETWEEN HUMANCAPITAL, POPULATION CHANGE AND ECONOMIC GROWTH------------------------------- 30-34
CONCLUSION-------------------------------------------------------------- 35
REFERENCES--------------------------------------------------------------- 36-37
“The most valuable of all capital is that...

...The history of human resource management (HRM)
Where as in some countries, notably Australia, South Africa and the UK, the personnel management function arrived more slowly and came from a number of routes. Moreover, its orientation was not entirely managerial. The history of personnel management can be trace back to the 19th century. In 1833, it was referred to as Industrial welfare, where the factories act stated that there should be male factory inspectors. Around the end of the 19th century saw the legislation of working hours to regulate the hours of work for children and women by having a 60 hour week and the formation of trade unions for collective bargaining. Welfare officers (sometimes called ‘welfare secretaries’) then came into being. They were women and concerned only with the protection of women and girls. Their creation was a reaction to the harshness of industrial conditions, coupled with pressures arising from the extension of the franchise, the influence of trade unions and the labour movement, and the campaigning of enlightened employers, often Quakers, for what was called ‘industrial betterment’. As the role grew there was some tension between the aim of moral protection of women and children and the needs for higher output.
The First World War accelerated change in the development of personnel management, with women being recruited in large numbers to fill the gaps...

...organisation could effectively hire, train, appraise, compensate or use its human resources without the kinds of information derived from job analysis" (Ivancevich 1995, as cited by Stone 2002:129) The importance of human resources within an organization is becoming increasingly understood in today's rapidly changing and uncertain business environment (Davidson & Griffin 2000: 18). In order to assist employees in helping an organisation to reach its strategic business goals, effective human resource managers often gather job related information in a job analysis and job description, which is vital to creating or re-designing jobs which provide employees with a high level of job satisfaction (Stone 2002: 123). The basic human resource activity of gathering detailed information about a particular job's duties, tasks and responsibilities, can help organisations achieve strategic goals more efficiently and effectively by avoiding both duplication and overlapping of work in jobs, and also providing a job description by which employers are able to recruit and select the most appropriate employees for the job (Stone 2002: 128). By conducting a regular job analysis in order to create effective job descriptions, and utilising this information effectively, managers are able to design jobs keep employees motivated, performing at a high level and willing to retain their jobs, all while simultaneously utilising the element of...

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Human Resource Management (HRM) is the utilization of individuals to achieve organizational objectives that involves with are staffing, human resource development, compensation, safety and health, employee and labor relations (Mondy, 2012)
Staffing is the process through which an organization ensures that it is always has the proper number of employees with the appropriate skills in the right jobs, at the right time, to achieve organizational goals. (Mondy, 2012) If an organization fails to manage staffing, an unsuitable employee will be hired and cause impacts like wastage, poor performance and low productivity will happen. Hence, having the right numbers of people to perform in the right roles is crucial. The number of employees, skills and location of employees are determined for future uses and secure the organization with necessary skills with suitable sources to meet organizational goals. If there is a workers surplus occurred, organization need to reduce the number of employees whereas has to do recruitment and selection to fill the vacancy if there is workers shortage happen.
To recruit a suitable employee, some appropriate ways are needed. Organization should match the candidates’ interest, works attitude, educational background and experience with the job offered. If candidates who are always absent are hired, the productivity of the organization will be lower. However, a worker which is hardworking and...